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Phase 1 - Initialize the Search

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Step 1: Develop Client Messaging
Collaborative discussion to compose a compelling message around market positioning, competitive landscape, organizational structure, corporate culture, value proposition and growth opportunities.

Step 2: Define Search Requirements
Full position requirement analysis to map out position requirements, roles, responsibilities, benefits and compensation.

Step 3: Brief The Firm
Each member of search team is briefed and aligned with the agreed upon objectives of the project.

Step 4: Create Search Strategy
Compile a targeted list of qualified candidates across multiple channels including existing network of contacts, database referrals and original sourcing outreach.

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Phase 2 - Implement the Search

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Step 1: Identify Potential Candidates
Search team takes client message to market by contacting targeted candidate list.

Step 2: Interview & Qualify Candidates
Assess timing, motivation, career objectives, qualifications and achievements based upon client requirements.

Step 3: Create a Shortlist
Stack rank a long list of semi-finalist candidates based on qualifications, cultural fit and closability to create a strong shortlist of finalist candidates. 

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Phase 3 - Interview & Selection Process

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Step 1: Shortlist Presentations
Email shortlist candidate presentations to the client for feedback and scheduling.

Step 2: Client & Candidate interviews
Coordinate and manage the entire interview process including prep calls and debriefs with candidates and clients.

Step 3: Select Final Contenders
Work with client to narrow the shortlist to a couple final contenders.

Step 4: Pre-offer Preparation & Reference Checking
Trial close every finalists on accepting the position, compensation and start date. Evaluate any rejection risk in advance and check references. 

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Phase 4 - Offer Negotiation & Acceptance 

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Step 1: Verbal Offer Presentation & Acceptance
Verbally present all components of the offer including base, bonus, commission, stock, benefits, title, reporting structure and start-date.

Step 2: Negotiation
Keeping client's and candidate's best interest in mind, securing final agreement on terms.

Step 3: Formal Offer Presentation & Resignation
Present and obtain signed offer letter. Manage candidate resignation process including written and verbal notice, counteroffer avoidance, etc.

Step 4: Pre & Post Start Date Follow-up
Track progress of resignation through to successful start date with client and beyond.